In this paper, Judith Leary-Joyce explains why it is important to always be on the lookout for new talent, while also building existing employees’ CVs. From recruitment to development to retention and succession planning, Judith explains just how important learning is to every stage of the talent management lifecycle. So get reading quickly because the talent pipeline never stops moving.

In today’s economy, you must be able to simultaneously train your employees to execute more effectively and increase retention. Learn how to accomplish this by tying learning directly to performance, and about the benefits achieved.

Performance management works hand-in-hand with every phase of the employee lifecycle: learning and development, succession, and even recruiting. Creating a true performance management culture drives employee engagement and retention as well as your bottom line.
Download "The True Cost of Not Having Performance Management" to learn how to make the case to execs that investing in performance management drives growth.
This brief will uncover:
• How smarter recruiting leads to more impactful workers
• Strategies for connecting performance to learning
• How to create a development plan that matches to performance goals
Download the brief to see more proven solutions for building a strong performance management culture!

Succession Management (SM) is likely the most important element in ensuring leadership continuity.
Read this white paper to learn more about how Succession Management can increase investment and accelerate automation.

By elevating the informal, sporadic practice to that of a business process supported by technology, leading organizations can ensure that their best thinking is applied at all times to optimizing their workforce.

Everyone loves a good spreadsheet. But if you have more than a few hundred employees, tracking performance, training, and succession with them is the stuff of nightmares. Spreadsheets and paper-based processes can’t give you deep, real-time insight into how your employees are performing or how to make them—and your company—more successful. But a talent management system can.

Today, the ideas around succession management are changing. Succession management used to be a top-down process for executives only; and while it still requires the involvement of senior leaders, employees at all levels are also becoming active participants in their own career management.

Employees aren‘t quitting their jobs—they’re quitting their bosses. That’s bad news for organizations planning for innovation, succession, and market longevity. Human capital is an organization’s most valuable resource—and turnover is expensive not just in terms of sourcing, rehiring, and training costs, but also lost productivity. See how Employees, Managers, and Executives benefit from using a Unified Talent Management approach.

Each area of payback overlaps as talent mobility is not a stand-alone practice. Internal talent redeployment connects with many aspects of overall talent management, especially talent acquisition and succession management. Understanding and quantifying the returns from talent mobility should be framed in that overall context.

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